Factor That Affect Turnover Intention in Millennial Employees

Andyani Sukmasari

doi:10.54373/ifijeb.v1i1.8

Abstract

The biggest challenge for companies today is thinking about various strategies in retaining millennial generation employees in order to reduce turnover intention, in which turnover intention is the reaction of employees to what is felt in the company. Factors such as strong organizational culture and employee motivation are expected to retain employees to reduce turnover intention. Therefore, the purpose of this study is to see whether organizational culture and motivation are factors that can affect turnover intention of millennial employees who are in Jabodetabek. This research is quantitative in nature, conducted by survey using a questionnaire. Data were analyzed using Structural Equation Model (SEM). The results of the first study indicate that there is an influence between organizational culture on employee motivation. Second, there is an influence between organizational culture on employee turnover intention. Third, there is an influence between motivation on employee turnover intention. Furthermore, the four motivations mediate between organizational culture and employee turnover intention in Jabodetabek

Highlights

Human resources are said by Dessler (2015) as an important asset for the company, because human beings are the resources that companies always need
While the measurement of organizational cultural variables adopted from Denison (1990) in Magsi et al (2018), on the measurement of motivational variables adopted from McClelland (1987) in Sukmasari (2016) and for the measurement of turnover intention variables adopted from Mobley et al (1978) in Foon, Leong dan Osman (2010)
It can be said that the number of respondents already represented to conduct the research, which is the appropriate sample size with Hair et al (2014) the number of samples should be greater than 100 respondents

Summary

Introduction

Human resources are said by Dessler (2015) as an important asset for the company, because human beings are the resources that companies always need. Increasing competition for human resources as employees requires a strategic approach by managers and company leaders in order to meet employee satisfaction, motivation and increase commitment (Sada, Esmael dan Faisal, 2017), which if the needs of employees are not met properly, it can decrease work motivation so that there will be turnover intention. This is supported by the results of Imran research (2017); Shareef dan Atan (2018) that work motivation affects turnover intention. Managers need to understand what and how to motivate employees, as it is the most complex task (Matko dan Takacs, 2017)

Objectives

Methods

Results

Discussion

Conclusion